Audiologist job description template: duties, requirements and what to include

An audiologist posting earns responses when each section is specific enough to screen on.

The parts below run from summary to benefits, and the copy-ready template at the end assembles them.

For what happens around the posting — sourcing, screening, offers — our guide to how to hire an audiologist picks up where this page stops.

Job summary

The summary is a short paragraph — not a mission statement — that says what kind of practice this is, what the audiologist will spend the day on, and who they work beside.

Name the setting outright — private audiology practice, ENT group, hospital department, hearing aid clinic, school district, or a mobile and occupational testing operation — because the day-to-day work differs sharply across settings.

Fold the service mix into the summary as well: diagnostic testing, hearing aid fittings and verification, cochlear implant follow-up, vestibular testing, tinnitus evaluations as a service line, or occupational hearing conservation.

A summary that says only audiologist wanted makes your posting interchangeable with any other posting; a summary that says fitting-forward private practice with a growing pediatric block lets candidates self-select before they apply.

Duties and responsibilities

Start the duties list from what your schedule book actually contains, then check it against the occupation itself.

BLS's typical duty list for audiologists runs from examining patients with ear conditions and diagnosing problems to fitting and dispensing hearing aids and counseling patients and families — a fair skeleton to build out with your own service lines.

• Diagnostic testing your service mix runs — pure-tone and speech audiometry, tympanometry, otoacoustic emissions, ABR where your clinic offers it.
• Hearing aid evaluation, selection, fitting and verification, plus programming, adjustments, repairs and returns.
• Earmold impressions, and cerumen management where your state's scope of practice and your protocols allow it.
• Counseling patients and families on results, devices and communication strategies.
• Coordination with [ENT physicians / referring providers / your hearing instrument specialists and audiology assistants].
• Documentation in your practice-management software under the practice's HIPAA, infection-control and record policies.
• Occupational hearing conservation testing for employer clients, if your practice holds industrial contracts.

That last duty carries a rule worth knowing before you write it.

Under OSHA's noise standard (29 CFR 1910.95(g)(3)), audiometric tests in a hearing conservation program must be performed by a licensed or certified audiologist, an otolaryngologist or other physician, or a technician who is CAOHC-certified or who has demonstrated competence.

Your licensed audiologist satisfies the standard directly, so say in the posting which service lines the role owns and where support staff sit under your protocols.

If the role supervises support staff, write the boundary the way the profession's own ethics code draws it.

ASHA's Code of Ethics lets Certificate of Clinical Competence (CCC) holders delegate clinical-service tasks to aides, assistants and technicians only when those staff are adequately prepared and appropriately supervised.

Responsibility for patient welfare stays with the certified audiologist, and tasks that need the audiologist's unique skills, judgment or credentials cannot be delegated.

Keep this list about your clinic rather than a definition of the profession — the candidate-side explainer of what an audiologist does lives on the audiologist career hub.

Your duties should read like your schedule, not an encyclopedia entry.

Required license, certification and education

The license line is the requirement you cannot soften.

Name the credential your state's audiology board issues, and word it so a candidate can act on it: [State] audiology license in good standing, or eligibility for licensure by the start date.

Check your state board's current degree and examination rules before you write a degree requirement into the posting.

Asking for the license number is an ordinary qualifications question under federal EEO guidance — EEOC counts education, work history and required certifications and licenses among the non-medical qualifications employers may ask applicants about.

Request the number in your application flow, and verify it with the board that issued it.

National credentials belong on a separate, preferred line: CCC-A or ABA board certification preferred.

A certification is not a license.

ASHA's standard for CCC-A applicants is a doctoral degree in audiology from a CAA-accredited program, a program in CAA candidacy status, or the equivalent.

New graduates of accredited AuD programs therefore arrive able to pursue it, while the state license remains the requirement to verify.

If you will consider license-pending new graduates or a fourth-year extern, say so here.

If your practice bills Medicare for diagnostic audiology, Medicare's Benefit Policy Manual (chapter 15, §80.3.1) treats a fourth-year AuD student with only a provisional license as a qualified audiologist only when they already hold a master's or doctoral degree in audiology.

Write the start-date expectation with that rule in mind, and confirm billing questions with your MAC.

Preferred skills

Split each requirement into required and preferred, and keep the required list short: the license, the degree, and whatever your service mix genuinely cannot train on the job.

Pediatric testing experience, vestibular work, cochlear implant programming, tinnitus service experience — label those as preferences, and strong generalists stay in your pipeline instead of self-screening out.

Name your own stack.

Listing the audiometer, tympanometer, real-ear measurement system and practice-management software your clinic runs tells an applicant what they will actually use; describe it as your practice's equipment, not as a ranking or an endorsement.

Real-ear measurement deserves its own line if you verify fittings with it.

Write it as your protocol — verification by real-ear measurement is our standard of practice — rather than as a general expectation of the field.

Schedule, pay range and benefits

Say the schedule in hours and days, not adjectives: which days the clinic runs, whether Saturdays rotate, whether the role travels between offices, and where part-time arrangements fit.

A posting that skips the schedule invites applications from people it cannot hold.

Put a real pay range in the posting, and not just to save everyone a step.

Washington requires employers with 15 or more employees to disclose the wage scale or salary range — or the fixed wage — plus a general description of all benefits and other compensation in each posting, including postings placed through third parties.

New York requires employers with four or more employees to include compensation or a range in any advertised job performed at least in part in New York; commission-only roles may instead state that pay is based on commission.

And from January 1, 2025, Illinois employers with 15 or more employees must include pay scale and benefit information in their postings.

Those are the three states our research verified (Washington and New York from statute, Illinois from its Department of Labor); we did not verify other states' rules, so check with your state labor department before you post.

For the number itself, start from labeled data.

BLS's OEWS survey for May 2025 puts the national median annual wage for audiologists (SOC 29-1181) at $95,780, with the 25th percentile at $79,340 and the 75th at $111,300.

The industry row closest to private practice — offices of physical, occupational and speech therapists and audiologists — shows a median of $81,730.

Among the 50 areas with published data, state medians ran from $75,200 in Louisiana to $133,110 in Nevada.

OEWS counts wage-and-salary employees and excludes self-employed practice owners, so where your range lands against these figures is a budgeting decision for your market and service mix.

Write the benefits line as a list, not a sentence: health coverage, retirement plan, paid time off, a continuing-education allowance, and license and credential fee reimbursement.

In ASHA's 2025 Audiology Survey workforce report, employed audiologists picking their top two employer retention initiatives chose step increases most often (37%), followed by professional development funding (21%), reimbursing ASHA dues (19%) and reimbursing state licensure fees (16%) — survey percentages, not pay benchmarks.

Close the requirements with your compliance line: the role practices under the clinic's HIPAA, infection-control and documentation policies.

It costs a sentence, and it tells candidates the practice runs a disciplined operation.

If an audiologist posting draws silence, work through this list of fixable defects before rewriting the offer:

• No pay range. A missing range gives applicants nothing to screen with, and covered employers in Washington, New York and Illinois must include pay information in the posting itself — the pay section above has the thresholds.
• Wording the EEOC treats as a red flag. Federal EEO law makes it illegal to publish an ad showing a preference for, or discouraging, applicants because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The EEOC's own example is an ad seeking recent college graduates, so phrases like new AuD grads only carry the same concern. Ask about licensure, education, certifications and work history instead — those are the questions EEOC guidance treats as ordinary qualifications questions.
• No setting or service mix. An applicant reading a bare audiologist title cannot tell a fitting-forward retail clinic from a diagnostics-heavy ENT department, so they skip the posting rather than guess.
• No license or new-graduate stance. Say plainly whether you accept license-pending new graduates and whether you host a fourth-year extern — the requirements section above covers the Medicare constraint on externs.
• No equipment named. The stack line costs nothing and saves both sides an interview round.

After you post, verify each finalist's license with the state board that issued it rather than taking the resume's word for it, and keep interview questions on the job and the license.

You can also see what candidates see on the audiologist job listings page, and the guides on hiring for your hearing practice pick up the screening, contract and compliance questions that follow the posting.

Employer information, not licensing, legal, medical, clinical, billing or coding advice. Rules change and are state-specific — confirm license requirements with your state audiology board, posting rules with your state labor agency, and Medicare questions with CMS or your MAC.